Diversity, inclusion and belonging
We believe diversity, inclusion and belonging will help us achieve our strategy and purpose.
Our Diversity, Inclusion and Belonging strategy outlines what we believe in and stand for. Our approach recognises that we need to build diversity, inclusion and belonging into everything we do. While we take a broad view, three areas receive targeted attention: flexibility, equity and accessibility.
We provide a range of flexible working options for our people using our MyFlex program which considers work time, annual leave, and where and how people work. Options include part-time work, job sharing, variable hours, working from home and compressed working weeks. We continue to invest in flexible working initiatives and technologies, including our Switch program that enables our contact centre employees to change their working times and hours online to suit how and when they wish to work. This year we extended our hugely successful onsite school holiday program Kids@IAG in Australia as part of our efforts to support our working parents.
We focus on equity rather than equality. For example, in Australia, we increased our commitment to support Aboriginal and Torres Strait Islander communities through our Elevate Reconciliation Action Plan. In New Zealand, we have entered into an agreement with the not-for-profit organisation TupuToa, which connects Maori and Pasifika graduates with employers and we have provided scholarships for several school-leaving students through the First Foundation Scholarship.
We are committed to creating a diverse and accessible work environment across IAG. This includes improving accessibility, inclusion and support for our customers and people, and helping to change attitudes towards people with disability in our broader community. For example, our Darling Park office in Sydney has been designed to be fully accessible and our technology development has applied an accessibility lens to ensure that all people can use our systems and applications.
Diversity, Inclusion and Belonging targets
In accordance with our Diversity Policy, the People and Remuneration Committee endorsed a target for women to hold 40% of senior leadership roles by 2020. We define Senior Leadership roles as our Group Executive, Executive General Managers and the reporting level below. As at 1 July 2019, women held 37.1% of Senior Leadership roles across IAG. More broadly, women represent 57.6% of our total workforce. We are committed to making further progress to achieving our target for women in Senior Leadership and have several initiatives underway to support our commitment. Further information on IAG’s gender diversity is available in IAG’s Workplace Gender Equality report, below.
As part of our Elevate Reconciliation Plan, we have made a commitment to increase Aboriginal and Torres Strait Islander employment to 2% of our Australian workforce by December 2021 and 3% by 2023. As at June 2019, we employed 100 Aboriginal and Torres Strait Islander people in Australia, which equates to 1.2% of our total workforce. Our Reconciliation Action Plan commitments provide a strong pathway to help us achieve our target.
Workplace Gender Equality - Public Report for 2019-2020
The Workplace Gender Equality Act 2012 (WGE Act) places a focus on promoting and improving gender equality and outcomes for both women and men in Australian workplaces.
In accordance with the requirements of the WGE Act, IAG lodged its annual public report with the Workplace Gender Equality Agency on 29 July 2020. Use the link below to open the report.